District of Columbia Hiring: What you need to know

The District of Columbia Human Rights Act prohibits hiring practices that discriminate on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, or political affiliation (DC Code Sec. 2-1401.01 et seq.). The law covers all employers in the District of Columbia regardless of size. There is additional information.

For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”. This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements. Download Now

An employer may not refuse to hire an applicant because he or she uses tobacco or tobacco products (DC Code Sec. 7-1703.03). The law does not prohibit an employer from setting restrictions on smoking in the workplace.

• Failing or refusing to consider for employment or hire an individual because he or she is unemployed

• Publishing job advertisements indicating that status as unemployed disqualifies an individual from a job

Advertisements may include job qualifications such as a professional license or certificate and required levels of education, training, or experience.

The Act covers all employers, regardless of size but does not include employment of family members or domestic household workers. Employers may consider the reasons underlying an individual's status as unemployed when making employment decisions. Employers may also limit the applicant pool to their current employees.

HR Audit ChecklistsCreated by employment law experts, this unique and practical handbook provides prewritten checklists that help spot and correct compliance problems before they become costly lawsuits. You get checklists on HR policies, job descriptions, safety and OSHA, compensation programs, hiring practices, performance measurement, telecommuting, flexible work hours and much, much more. "

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.